Analyzing Technology's Role in HR at Tesco: Challenges & Impact

This report examines the integration of technology into Human Resources (HR) practices at Tesco, a leading global retailer. It highlights how technology is used to enhance labor force efficiency, improve recruitment processes, and streamline employee training. The report identifies challenges such as employee resistance to new technology, privacy concerns, and the potential for biased decision-making. Furthermore, it analyzes the impact of technology on employee engagement, time management, and career pathway development within Tesco. The study concludes that while technology offers significant benefits, careful consideration must be given to potential negative effects on employee confidentiality and data management.

Running head: TECHNOLOGY AND HR PRACTICES AT TESCO 1
Technology and HR practices at Tesco
Student’s Name
Institution of Affiliation
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TECHNOLOGY AND HR PRACTICES AT TESCO 2
Table of Contents
Introduction…………………………………………….……………………………..3
Integration of Technology in Tesco HR Practices……………….……………………3
Challenges Faced by HR when Integrating Technology……………………………...4
Impact of Technology on HR and Organization………………………………………4
Conclusion……………………….…………………………………………………….5

TECHNOLOGY AND HR PRACTICES AT TESCO 3
Introduction
HR practices are the ways through which HR staff can develop the leadership of the
employees and are strategic. This happens through exercising far-reaching training programs.
Besides, technology changes the way HR departments communicate with staffs, store records
and assess their performance. If well implemented, technology makes HR Practices more
operational. Otherwise, it can obstruct the management of the organization's HR.
Integration of Technology in Tesco HR Practices
Tesco is the leading retailer in the United Kingdom as well as being an exceedingly
noteworthy retailer internationally (Brand Finance, 2014). It operates in over 15 countries
worldwide and has over 500,000 employees. As industries implement cloud computing
applications, Tesco's HR departments are spending minimal time retaining domestic talent
management tools. At the same time the organization has invented heavily on strategies that are
implemented to enhance labor force efficiency. Use of technology enables HR specialists in
Tesco to shift their power from managing activities to aggressively supporting business
implementation (Wilton, 2016).
Recruiting new employees is an expensive process and time-consuming as well. Thanks
to technology, Tesco finds it easier to discover skilled individuals who are perfect for the
company. Tesco can reach a broad audience through social media and more successfully and
competently assess interviewee’s behavior and skills, with the idea of choosing the best for both
the department and the organization. Conversely, Foster (2013) argues that the recruitment
process is not the only one that is advanced due to technology integration.
The integration of technology into HR practices enables Tesco to pair stylish AV
systems that allow the head to head communication even for remote groups and applications
developed mainly for onboarding reasons (Wilton, 2016). As a result, Tesco promptly brings a
new team up to speed irrespective of their positions. The HR manager for Tesco uses technology
to train recruits. Even if they qualify, there are some things which the manager has to explain
before recruits take their positions. Technology allows the staffs to access obligatory documents
on each specific location through a decentralized database and read through to figure out the
required aspect (Ere Media, 2018).

TECHNOLOGY AND HR PRACTICES AT TESCO 4
Challenges Faced by HR when Integrating Technology
Adopting and integrating technology is the HR department can exhibit challenges, and
the process can be exhausting (Hartel & Fujimoto, 2014). Some employees feel threatened and
thus unwilling to embrace new technology. Employee privacy is violated in the company since
employees entrust the company with personal information and several departments can access
the information. Besides, a non-management staff may participate in identity thievery and access
a colleague’s sensitive information. According to Hartel & Fujimoto (2014), such a violation of
security with the management of the company can entangle an individual with official problems
and develop poor communications between employees.
Another challenge is that the process is costly and can also lead to loss of prejudice
(Machado & Davim). Since HR practices do such a good job of filing personnel
accomplishments, degrees and certifications, managers for the company are tempted to endorse
based on the impartial information provided by the system of the company. This practice
discourages HR managers from taking the time to comprehend personnel on a personal basis a
part of their assessment of what employees can bring to the company (Hartel & Fujimoto, 2014).
Impact of Technology on HR and Organization
The use of technology enhances employee engagement in the organization (Ere Media,
2018). By utilizing the power of the cloud and mobile technology as well as the big data,
organizations are in the best position not only to be effective but to outrun the competitors in the
market. Adopting technology for operations management makes the process of recruitment
easier, time saving, and smooth. The introduction of technology also enables HR managers to
use visual images to fully explain some aspects hence become time conscious and simplify the
training process (Ere Media, 2018).
Due to the above HR activities, the HR experts are getting enough time for different
aspects of their roles. Thus, technology is assisting organizations in adjusting the practices of
time management of their HR department and consequently improving their productivity.
Integrated HR technology can give patent career pathways (Wilton, 2016). An integrated system
can give an organization the ability to take issues into their own hands.

TECHNOLOGY AND HR PRACTICES AT TESCO 5
Technology can negatively affect HR. As HR utilizes more data gathering and
assessment, personnel might feel their confidentiality decreasing. For instance, being regularly
supervised can also alienate staffs. Effective HR practices involve not only understanding how
much information can be collected but also how much should be collected. Another threat is that
the HR office can end up acquiring more information that it can handle (Foster, 2013).
Conclusion
HR department plays a critical role in any given business. Tesco has an effective
department which accustomed to its general organization objectives. Besides, technology has
enabled companies to link to the internet to relate with experts in organizations in their business.
It has therefore helped many HR personnel in gathering information they require to remain
conversant to exhibit the desired ability and characteristics.

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References
Brand Finance. (2014). Global 500 2014: The world’s most valuable brands. Available at:
http://brandirectory.com/league_tables/table/global-500-2014 [accessed 10 September
2014].
Ere Media. (2018).The role of Technology in the Evolution of HR. [Online] Available at
https://www.tlnt.com/the-role-of-technology-in-the-evolution-of-hr/
Foster, S. (2013). HR ready: Creating competitive advantage through human resource
management. (n.d): Lulu Com.
Hartel, C., & Fujimoto, Y. (2014). Human Resource Management eBook. Pearson Australia Pty
Ltd.
Machado, C., & Davim, J. P. (n.d.). Human Resource Management and Technological
Challenges [recurso electrónico].
Wilton, N. (2016). An introduction to human resource management. Los Angeles: SAGE.